Most Important Skill in Performance Management - Essay Example

Managers know that they would be confronted to justify their decision of halting the pay increase of the marginally performing employees (Patz). Managers find it difficult to budget the money for a pay increase for the employees. They also know that employees would be demotivated to know that their hard work would not be rewarded with a pay increase or addition of privileges and perks. I think that the greatest challenge for a manager in performance management is to track down and record employees’ performance throughout the year or interval. Some wrong areas that managers focus on while managing performance include long gaps between performance appraisals, highlighting only the deficiencies of employees with no mention of their good points, establishing performance as the only criterion for a pay increase. Managers are also misled in their decisions by the power and age of an employee. I think about managing performance annually, but believe that this should be conducted much more often, like monthly. The biggest concern is to be able to justify the decisions without demotivating the employees. This is a concern for me because I am poor at collecting daily records of performance. Most important skill in performance management, for me, is accordingly to be able to keep track of employees performance because this is tedious work and seems so unrelated to the organizational tasks at hand.